Roll Call: All Senators were present. Also present were President Patton
and Provost Carter.

ANNOUNCEMENTS
President Patton reported that the millennium tree on campus was cut down
and the campus security officers have offered a $500 reward for any information.
President Patton reported he and Provost Carter attended the luncheon
for the Governor’s Excellence in Teaching Awards to recognize Dr.
Mary Snyder for her achievement as an honoree.

Provost Carter congratulated the faculty for making it through another
semester and from what he has heard from students it has been a good one.
Provost Carter explained the footnotes to the Faculty Compensation Procedure
document and stated the comments were added after consultation with Dr.
Patton. They reflect Dr. Pattons views. Provost Carter stated that the
work on the Faculty Compensation Procedure has occurred over the past
two years and feels the last three months have been productive.

Myers referred to the printed reports from the President’s Extended
Cabinet and Academic Council, highlighting two items: 1) Attached memorandum
from the University General Council related to discussion on changing
the language of the Board of Governors Policy and University Administrative
Guidelines and Operating Procedures. Topic is under discussion at President’s
Extended Cabinet. 2) Attached email from Provost Carter to the Academic
Council after discussion at the Academic Council meeting on November 12.
Item addressed clarification on procedures for Promotion and Tenure where
the original letter from the reviewing committee is to be delivered the
candidate.

Eason reported she would send electronically the Council of Deans report
at a later date.

COMMITTEE REPORTS
Eason referred to the nomination by the FS Committee on Committees. Richard
Bruce for the CAST position to the U/A Awards Selection Committee. Approved
unanimously.

OLD BUSINESS
Myers introduced the Best & Atkinson motion: The Faculty Senate approves
the Faculty Compensation Policy proposal for Base Salary and Market Pay
Components and the Faculty Compensation System Implementation Recommendations
dated November 20, 2002.

Myers referred to the printed president’s response to the Faculty
Compensation. Senators worked through the document making motions for
change as follows:

Page 1 Faculty Compensation Philosophy second paragraph last sentence
add to language to read…except as specified in these procedures.
Passed with 24 yes votes, 1 no vote and 0 abstentions.

Section 1 item 2 added to language to read. In determining the annual
allocation of monies made available for faculty compensation, the university
president will establish funding priorities for base salary, market, merit,
and equity adjustments in consultation with the Faculty Senate and Fringe
Benefit Committee and provost. Under normal circumstances, priority will
be given to base salary consistent with Section 2 (3). Passed with 12
yes votes, 11 no votes and 3 abstentions.

Section 6 item 5 added to read. If an issue regarding faculty compensation
arises that is not covered by the Faculty Compensation Procedures or an
existing university administrative policy and regulation, the provost,
in consultation with the Faculty Senate Salary and Fringe Benefits Committee,
shall develop a procedure to address it. This procedure shall be submitted
to the Faculty Senate for its review and recommendation to the president.
If the situation demands an immediate response, the provost, working with
the Faculty Senate Salary and Fringe Benefits Committee, will develop
and implement an interim procedure, which shall be submitted without delay
to the Senate for its review and recommendation. Passed unanimously.

Myers referred to the president’s response to the Faculty Compensation
System Implementation Recommendations. Senators worked through the document
making motions for change as follows:

Item 1 (a) added at the end of the paragraph to read…as quickly
as institutional finances permit. Passed with 21 yes votes, 3 no votes,
and 0 abstention votes.

Best requested to amend the language of the Best-Atkinson motion to:
The Faculty Senate approves the Faculty Compensation Procedure proposal
for Base Salary and Market Pay Components and the Faculty Compensation
System Implementation Recommendations dated November 20, 2002, as amended
at the December 4 meeting. Atkinson agreed.

Roll call vote was requested on the Best & Atkinson motion.

The Faculty Senate approves the Faculty Compensation Procedure proposal
for Base Salary and Market Pay Components and the Faculty Compensation
System Implementation Recommendations dated November 20, 2002, as amended
at the December 4 meeting.

NEW BUSINESS
Myers opened discussion on the Riley & Morgan motion to the Policy
Review & Approval Process Policy.

Myers reported the Administrative Council has disbanded itself and all
policies will be routed through the President’s Extended Cabinet
where items are then distributed for review by governance groups. Myers
expressed concern with item 2 stating “This open review period will
normally last six weeks,” it depends when the document is delivered
at President’s Extended Cabinet whether it gives the Faculty Senate
enough time for review. Morgan expressed concern that there is no procedure
to direct it back to the Senate. Myers responded yes through the President’s
Extended Cabinet. Myers explained that the new review procedure is to
distribute policy and procedure documents for review by all governance
groups through the President’s Extended Cabinet. Since the Faculty
Senate President sits on the Cabinet, the Faculty Senate President is
responsible for bringing it to the Faculty Senate.

Myers opened discussion on the Best & Atkinson motion for the Public
Speech Activities Policy. Bigby expressed concern that at the end of the
policy there should be reference to legal aspects. Myers will take this
to the President’s Cabinet Friday 12/6. In response to Young, Myers
reported that this document has been reviewed and approved by legal council.

The Faculty Senate approves the Public Speech Activities Policy.

For: 5 Against: 16 Abstentions: 0 Failed (2002-2003-8)

Myers opened discussion on the Morgan & Miller motion for the Immunization
Policy. Raveill referred to section II item A. do those who have had childhood
diseases have to have an immunization? Morgan answered that at times they
need to have immunizations. Norwood explained the process of retaining
immunization records.

The Faculty Senate approves the Immunization Policy.

For: 20 Against: 0 Abstention: 1 Passed (2002-2003-9)

Myers opened discussion on the Riley & Eason motion for the Short
Term Illness/Disability Assistance Policy. Morgan referred to the strike
out in item H and asked for the rational. Myers responded it was not an
attempt to eliminate a particular position or fill the position the change
in the language was to recognize that the university may not be able to
hold the position open so it is stated in this manner. Sarkar asked how
this policy affects faculty. Myers responded that the policy primarily
addresses those in staff positions. Bigby clarified that it would affect
those who have zeroed out their sick/vacation leave. Bigby expressed concern
about who would determine someone’s health condition. Eason responded
and referenced item II E in that the university would select a physician.
Myers stated the intent of the policy is to provide assistance to those
who are caught at the end of short-term benefits before long-term benefits
are available.

The Faculty Senate approves the Short-Term Illness/Disability Policy.

For: 19 Against: 0 Abstentions: 0 Passed (2002-2003-10)

Myers asked to skip item B, Faculty Senate Representative as Liaison
to Student Government Association on the Faculty Senate Agenda under New
Business. All were in agreement.

The meeting was adjourned at 5:50 p.m.

Chris Hayward
Faculty Senate, Office Professional

The following documents are the amended Faculty
Compensation Procedures and Implementation Recommendations
from the December 4, Faculty Senate Meeting

Recommendations to the Faculty Compensation Conference Committee’s
Proposal from the Faculty Senate
November 20, 2002
Updated December 4, 2002

Faculty Compensation Philosophy: In order to nurture a positive attitude
of trust in the faculty compensation system, we affirm that the system
should encompass the characteristics of openness, transparency, honesty,
and responsible stewardship. It should be equitable and efficient; provide
reasonable compensation for faculty members in all disciplines; insure
that appropriately qualified faculty can be employed and retained to teach
in each program and discipline offered by Central Missouri State University;
and reflect meritorious contributions to the university community.

Faculty compensation includes three components: base salary, market pay,
and merit pay. An open transparent system encourages discussion and general
agreement by current members of the department about salary offers to
incoming faculty as well as the public acknowledgement of market adjustments.
Finally, although we recognize there might be disciplines for which the
national salary for the discipline falls below the base salary ranges
proposed for Central, we affirm that in our community of scholars each
and every discipline has equal importance; therefore, no individual, regardless
of discipline, shall be paid below the lower limit of the range for any
rank, except as specified in these procedures. (Recommendation
to add. Accepted with 24 yes, 1 no and 0 abstentions)

Section 1. Base Salary

(1) Base salary is a minimum competitive salary for a given rank when
compared to similar institutions located in Central’s geographic
region. The base salary range for faculty members who hold a terminal
degree recognized by Central as appropriate to the discipline shall be
an amount between 90% and 105% of the mean salary reported for each respective
academic rank in the most recently available AAUP Salary Survey, Category
IIA (Comprehensive), West North Central Region. The base salary range
for faculty members who do not hold the appropriate terminal degree for
the academic discipline shall be 85% of the upper and lower limits for
terminally qualified faculty members.

(2) In determining the annual allocation
of monies made available for faculty compensation, the university
president shall establish funding priorities for base salary, market,
merit, and equity adjustments in consultation with the Faculty Senate
Salary and Fringe Benefit Committee and provost. Under normal circumstances,
priority will be given to base salary consistent with Section 2 (3).
(Recommendation to change. Accepted with 12 yes, 11 no and 3 abstentions)

3) Entry Base Salary

(a) Using the range described in Section 1 (1), a base salary for each
vacant faculty position shall be determined by the provost in consultation
with the dean at the time the position search is approved. If the approved
total salary exceeds the top of the base salary range described in Section
1 (1), the amount in excess of the top of the base salary range will be
a market pay adjustment and treated accordingly.

(b) If the approved total salary (less merit) exceeds the total salary
(less merit) paid to incumbent faculty members in the discipline with
comparable rank and credentials, the incumbent faculty members shall be
considered for an adjustment in salary to a comparable level.
(c) Candidates for employment arriving without an appropriate terminal
degree shall receive a base salary consistent with the pay range for faculty
members who do not hold the appropriate terminal degree until such time
as the terminal degree is completed.
(d) For a faculty member to be eligible for a salary increase resulting
from a completed terminal degree, the Provost's Office needs to have received
an Official Status of Advanced Degree Form (available in the Provost's
Office) before the first day of the month for which the salary adjustment
is to become effective. If the notice is received during the final month
of the contract period, no salary adjustment shall be made on that contract.
Upon receipt of the form as indicated, a new Appointment and Employment
Record Form shall be completed by the Provost’s Office. The Official
Status of Advanced Degree Form is to be completed and signed by the registrar,
the dean of The Graduate School, or another authorized academic officer
of the university granting the degree. Official transcripts showing all
work completed shall be sent to the Provost's Office as soon as possible.
(e) Incumbent tenured/tenure-track faculty members in the discipline shall
be advised of and consulted regarding the salary to be offered before
a salary offer is extended to a prospective faculty member.

(4) The provost may authorize base salary adjustments beyond the limits
specified in Section 1 (1) to hire or retain faculty in response to university
initiatives to employ faculty in underrepresented groups.

Section 2. Across-the-Board Increase in Base Salary

(1) All full-time faculty members shall receive a permanent annual across-the-board
percentage increase in base salary. For faculty members who receive a
market pay adjustment, the annual across-the-board increase shall not
cause the total salary (less merit) to rise more rapidly than the applicable
market benchmark salary.

(2) The university president shall determine the annual across-the-board
increase in consultation with the Faculty Senate Salary and Fringe
Benefits Committee and provost. Across-the-board increases shall
be applied to base salary only, not to merit and market pay adjustments.
(Recommendation to change. Accepted unanimously)

(1) Market pay shall be defined as the difference between the top of
the entry base pay range for the relevant rank and the total salary (less
merit pay).

(2) Market pay shall be awarded based on discipline groups and minimum
required credentials for each discipline group rather than individuals.
All faculty members within a given academic rank and discipline who possess
the established minimum required credentials shall receive comparable
total pay (less merit).

(3) Market pay shall be based on salary benchmark data appropriate to
the institution and discipline. The provost in consultation with the FS
Salary and Fringe Benefits Committee shall determine the salary benchmark
data source(s) used for each discipline receiving a market adjustment.
The Provost’s Office shall maintain a list of approved market benchmark
data sources for each discipline and provide the list annually to the
Faculty Senate.

(4) Market disciplines shall be defined as those whose approved salary
data indicates that the benchmark salary of their faculty exceeds the
upper limit of the base salary range.

(5) Entry Market Pay

(a) Entry market pay is defined as the difference between the top of
the entry base pay range for the relevant rank and the total salary (less
merit pay).

(b) Using the approved benchmark data, a market pay adjustment for each
vacant faculty position shall be determined by the provost in consultation
with the college dean at the time the position search is approved.

(c) Under exceptional circumstances and after consultation with the tenured/tenure-track
faculty members in the discipline, the chair may request that the dean
seek approval from the provost to extend an offer above the benchmark
market salary, based upon the immediate needs of the department (e.g.
accreditation, a history of unsuccessful searches, or vacancy that has
existed for a number of years). This proviso shall not be used to circumvent
the limits of the established procedure, but to provide options to deal
with rare circumstances.

(d) Incumbent tenured/tenure-track faculty members in the discipline
shall be advised of and consulted regarding the proposed market pay component
of a salary offer before that offer is extended to a prospective faculty
member.

(6) Market Pay Adjustments for Incumbent Faculty:

(a) All market pay adjustments require approval of the provost. The college
dean shall justify market adjustment recommendations on the basis of uniform
guidelines and convincing data.

(b) Market pay adjustments shall be considered only for faculty members
who possess the minimum required credentials for the discipline. These
credentials require approval by the provost.

(c) Faculty members who receive a market pay adjustment and who continue
to possess the minimum required credentials shall receive an adjustment
in market pay. The increase in total salary (less merit) shall not exceed
the percentage change in the applicable benchmark salary (unless the benchmark
salary declines).

1. In disciplines where benchmark salaries rise at rates greater than
or equal to the annual across-the-board increase in base salary, the adjustment
in market pay shall result in a total salary (less merit) consistent with
the benchmark salary for the discipline and rank. In the event that sufficient
funds are not available to accommodate all market pay adjustments, market
adjustments for each discipline and rank shall be made in equal proportion
with respect to the percentage increase in the respective benchmark salaries.

2. In disciplines where benchmark salaries rise at rates below the annual
across-the-board increase in base salary, the portion of total salary
defined to be a market adjustment shall be reduced (to a potential minimum
of zero) such that the total salary (less merit) does not exceed the benchmark
salary. However, in no case shall the total salary (less merit) of a faculty
member be reduced.

(7) Timely information regarding entry market pay and market pay adjustments
shall be available to the public on the web.

(8) In the event that an incumbent faculty member receives a bona fide
offer of academic employment from another institution, the provost may
authorize a counter-offer at a salary consistent with the guidelines for
base and market salary as specified in these procedures. If a salary adjustment
is made, other faculty members in the discipline with equivalent rank
and academic credentials shall be considered for the same salary adjustment.
The university is not obligated to make such counter-offers.

Section 4. Promotion in Rank

(1) When promoted in rank, faculty members shall receive the greater
of the following:

(a) An increase in base salary equal to 10% of the top of the base range
for the previous rank, or

(b) A total base salary equal to the minimum of the range for the new
rank.

(2) When promoted in rank, the increase in total salary (less merit)
for faculty members who receive a market pay adjustment shall not exceed
the applicable benchmark salary for the new rank.

Section 5. Merit Pay

(This section is to be developed by a subsequent conference committee)

Section 6. Monitoring the Faculty Compensation System

Success of the faculty compensation system requires ongoing review by
the provost in collaboration with the faculty governance groups. In addition
to the other provisions of these procedures:

(2) The provost, in consultation with the FS Salary and Fringe Benefits
Committee, shall conduct annual reviews of the base salary range and market
adjustments to assure reasonable competitiveness for all disciplines.
The FS Salary and Fringe Benefits Committee shall report findings and
make recommendations to the Faculty Senate. The university shall provide
the resources and administrative support necessary for this monitoring.

(4) The Provost’s Office shall undertake long term studies of compensation
for underrepresented groups, formulate recommendations, and advise the
university president regarding appropriate courses of action to achieve
university objectives for the employment of faculty members in underrepresented
groups.

(5) If an issue regarding faculty compensation arises that is
not covered by the Faculty Compensation Procedures or an existing university
administrative policy and regulation, the provost, in consultation with
the Faculty Senate Salary and Fringe Benefits Committee, shall develop
a procedure to address it. This procedure shall be submitted to the Faculty
Senate for its review and recommendation to the president. If the situation
demands an immediate response, the provost, working with the Faculty Senate
Salary and Fringe Benefits Committee, will develop and implement an interim
procedure, which shall be submitted without delay to the Senate for its
review and recommendation. (Recommendation to add, moved from implementation.
Accepted unanimously)

Faculty Compensation System
Implementation Recommendations

Recommendations to the Faculty Compensation Conference Committee’s
Proposal from the Faculty Senate
November 20, 2002
Updated December 4, 2002

(1) When the new compensation system becomes effective, the total salary
received by each incumbent faculty member shall be divided into “base,”
“market,” and “merit” components.

(a) The total current salary received by incumbent faculty members shall
not be reduced by this process. In cases where the current salary falls
below the lower limit of the new range, the base salary shall be adjusted
to the lower limit of the new range as quickly as institutional
finances permit. (Recommendation to add. Accepted with 21 yes, 3 no and
0 abstentions)

(b) Total salary in excess of the upper limit of the base range described
in Section 1 (1) shall be defined as initial incumbent “market”
compensation for faculty members who have previously received a market
adjustment. For incumbent faculty who do not currently receive a market
adjustment, the total salary shall be defined as base salary.

(c) Under the new faculty compensation model, the minimum base
salary for the instructor, assistant professor, and associate professor
ranks is less than step 1 of the FY 2003 salary schedule. This inconsistency
shall not affect incumbent faculty salaries and will disappear as the
base salary ranges increase over time. Until this inconsistency disappears,
the minimum salary for each academic rank shall not be less than step
1 of the FY2003 salary schedule for the corresponding rank. (Recommendation
to delete item (1) (C). Rejected with 9 yes, 13 no and 3 abstentions)

(d) Initial “merit” pay shall be assumed to be zero for all
incumbent faculty members.

(2) When the new compensation plan is adopted, its provisions shall supercede
those of all previous university administrative policies and regulations
that are inconsistent with it.

(3) The development of the “merit pay” section of
the faculty compensation policy may require some modifications of the
wording and content of some sections of this policy recommendation dealing
with the base and market pay. Such modifications shall not change the
intent of these policies. (Recommendation to move item (3) to page 6 of
the Faculty Compensation Procedure. Previously accepted, see page 6 of
Compensation Procedure document)

(b) Faculty in market disciplines: Identify the benchmark and data source(s)
to be used for market pay adjustments in the discipline. The benchmark
data and data source(s) require approval by the provost. [See Section
3 (3).]

(c) Faculty in all disciplines: Recommend the terminal degree designation
as it applies to faculty compensation. This designation requires approval
by the provost. [See Section 1 (1) and Section 1 (3) (c).]

(d) Provost: Work with deans, chairs, and appropriate faculty governance
groups to resolve issues related to treatment of department chair salaries
and 12 month salaries. This process shall include consideration of issues
relating to the selection and term of department chairs.

(e) Provost: Work with the Faculty Senate Salary and Fringe Benefits
Committee to identify inequities in incumbent base and market salaries
and prepare a plan for mitigating existing inequities. The plan shall
include priorities, sources of funds, and a timetable to accomplish the
required adjustments. [See Section 6 (3).]

(f) Provost and FS Salary and Fringe Benefits Committee: Monitor the
implementation of the plan described above in (4) (e) as part of their
annual review of the base salary range and market adjustments.

2002-2003
SCHOOL YEAR
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